At the beginning of the new business year and in anticipation of the Third HR Congress a traditional press conference with experts was held. In the context of the rapidly changing society practising experts in HR, geriatrics, social science, psychology and a UNFPA representative discussed whether the "theory of generations" is still true in our conditions and what present-day methods for the adaptation and engagement of employees are relevant.
One of the trends in workforce management is the individualization of personnel management. Olga PAVLOVA, business psychologist of the Centre for Business Development, Chair of the Organizing Committee of the Third HR Congress emphasized: "About 50 per cent of the representatives of companies that we interviewed mention having faced intergenerational conflicts. Although there has always been generational change, due to the economic and cultural changes in our society the gap today is too large. The task of a trained HR Manager is to figure out where and how the theory of generations could be applied in practice, and where other methods are needed. This is the goal of the thematic HR Congress".
With different generations different approaches are needed to retain and motivate employees, which is a way to prevent the decline in productivity and ensure the continuity of knowledge and values. For example, generation Y across the globe are typically oriented at the fast achievement of results, and have a high level of ambitions, which could be manifested in the low level of interest in achieving a common result, need for specifics and breaking the rules.
"According to the findings of the survey performed by the HeadHunter Research Centre Belarus, people's priorities in finding a job do not always depend on their age, but rather on various economic and sociopolitical factors. For example, for all generations the most essential in choosing an employer is the salary level and whether the job is interesting. For generation Y, however, the following criteria are the most relevant: an opportunity to develop and learn, and a full and rich corporate life. At the same time, for generation X the most important thing is the company's reputation on the market and a comfortable workplace", commented Svetlana SHAPOROVA, Director of HeadHunter Belarus, RABOTA.TUT.BY project.
But what should be done to bridge the gap between the generations' values? An essential tool for the adaptation and education of young specialists in the spirit of corporate culture is internships. "Young people are three times more likely to stay unemployed than their adult counterparts. Engaging young specialists through internships while they are still university students will make it possible to address two problems at a time: youth employment and staffing of organizations with professionals. And provided there is proper interaction between an organization and a student, employers will receive trained specialists right after they graduate without the need for job retraining", said Siarhei LISICHONAK, UNFPA Programme Assistant, when talking about the "Training Our Personnel" project.
Despite the interest in young employees, attention is also given to approaching older generations. Employees of all generations can be in demand. Generation X employees are valued for their ability to get on well with people and their team spirit, while baby boomers are appreciated for striving for victory and being thorough in doing their work.
Undoubtedly, the main rule for employees remains the same. If you want to keep your job and earn more in comfortable conditions, you have to develop continuously as a professional and as a person. Among other things, learn to communicate with the people of various generations. Among key employees there are many people over 50 too.
The press conference with the experts was organized by Argumenty i Fakty Press Centre through the kind offices of the Organizing Partner of the Third HR Congress - Centre for Business Development.
